Student Employment Strategies: How Humaculture Supports an Effective Student Employment Strategy


  • No central student employment management policy, hiring and schedules set by departments.
  • Non-benefits eligible part time employees working in multiple departments
  • Multiple colleges and departments, each with unique student employment relationships.
  • Part-time salaried job descriptions did not clearly limit hours


  • Analyze and modify job descriptions.
  • Construct central student employment policy followed by all departments
  • Draft policy for crediting hours for W-2 compensated funded graduate students
  • Develop central hours monitoring system to assure compliance

Results Include

  • More strategic use of student positions to support academics and student outcomes
  • Reduce risk of disparate impact among protected classes
  • Increased student employee understanding and satisfaction with pay, funding and job duties
  • Improved record keeping at the department level
  • Greater understanding among departments, resulting in better communications to new students, employees requesting additional hours, positions in additional departments, etc.

The Humaculture® philosophy leads to an intentional student employment and funding strategy that fully supports the organizational vision and mission.